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We can help anyone who feels the redundancy process has been unfair or that the correct procedures haven’t been followed, including around redundancy payments.
We have significant experience of challenging redundancy cases, both pre and post-dismissal. Contact us as soon as you’re placed at risk of redundancy and we’ll support you through the process.
Redundancy is when an employer reduces their workforce because a job or jobs are no longer needed. Redundancy can occur through three types of situations:
As an employee who has been made redundant, or is currently going through the redundancy process, you could be eligible for certain entitlements, including:
As part of the overriding requirement for reasonableness, employers are required to consider ways in which redundancies can be avoided. The most common examples are:
The law demands that you receive a proper notice period before being made redundant. These are currently:
You’ll normally be entitled to statutory redundancy pay if you’re an employee and you’ve been working for your current employer for 2 years or more.
If you were made redundant on or after 6 April 2019, your weekly pay is capped at £525 and the maximum statutory redundancy pay you can get is £15,750. If you were made redundant before 6 April 2019, these amounts will be lower.
Redundancy pay (including any severance pay) under £30,000 is not taxable.
We can advise employees on all areas of redundancy including: your statutory or contractual entitlement to redundancy payment and the calculation of this.
It’s important to note that your redundancy cannot be based on factors such as your age, gender, disability or if you are pregnant.
In the event that an employer is unable to demonstrate a genuine redundancy and/ or that a fair procedure has been followed, an employee may be able to succeed in a claim for unfair dismissal.